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Michael Page Technology
2010 Employment Index
Specialists in Technology Recruitment
136 offices in 28 countries | www.michaelpage.co.uk/technology

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Talent management – the key to any successful IT leader.
What are the key things that keep the industry’s leading IT Directors and CIOs So, whether you are an IT professional looking to check your current salary or
awake at night? Deciding which ERP will deliver the greatest benefit to the business interim rate against the industry average, an IT Director keen to understand
at a reasonable price? Debating whether outsourcing their support organisation what training your team would most like to see, or an HR Manager reviewing
is the right thing to do? Wondering how they can use social networking tools benefits and retention for your IT organisation, this Employment Index will be an
that everyone is demanding with genuine business justification? From my daily invaluable tool.
discussions with some of the key leaders in the IT Leadership community, there
is no doubt that all of the above play a part in making the role a challenging one. Happy hunting.
However, there is one thing that stands out above all others, and is at the core of
every key decision – talent. Whether it be attracting and recruiting the best talent,
or having a strategy to retain the best, having a ‘people strategy’ is critical to every
IT Leader.
In a recent interview with the Michael Page International CIO, Andrew Wayland,
I asked how important Talent Management was to him – “It is the most important
part of my role. Without hiring and retaining the best people, we wouldn’t be able
Stephen Rutherford
to achieve our objectives. You have to ensure you get your team in place, and that
Managing Director, Michael Page Technology
they are thriving in their roles.”
Click here to read the full CIO interview.
As one of the world’s leading professional recruitment organisations, we take our
role in helping our customers to attract the best talent very seriously. We also
believe in using our unique market position to provide insights and information to
help IT professionals and their respective employers to make informed decisions.
2 | Michael Page Technology 2010 Salary Survey

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Survey Methodology About Michael Page Technology
The Michael Page Technology 2010 Employment Index was conducted online Michael Page Technology is the specialist technology practice of Michael Page
between 29 January and 31 March 2010. Over 12,000 survey invitations were International Plc. We focus on business technology, which we define as the
emailed to our candidates and clients. Links to the survey were also included roles which use technology to give business a competitive advantage. Our
in online newsletters and hosted on the Michael Page website. Along with face-to-face business ethos with both clients and candidates allows us to
collecting salary data, we also collected information about additional benefits, ensure that we understand how talent and technology combine. Utilising our
training, job satisfaction, job security and job search status. best practice recruitment methodology, we ensure our candidates and clients
receive world class customer service and a genuine partner for their technology
recruitment needs.
Sectors we cover:
• Entertainment and Media
• Financial Services
• FMCG
• IT and Telecoms
• Leisure
• Logistics
• Manufacturing
• Pharmaceutical
• Professional Services
• Public Sector and Not-for-Profit
• Retail
3 | Michael Page Technology 2010 Salary Survey

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Salary & Benefits
With the backdrop of a challenging economic climate in 2009, budget cuts and
headcount reductions, IT professionals faced a similar challenge to the rest of the
global business community. Although our survey demonstrates that there hasn’t
been a significant downshift in the earnings across the IT job spectrum, there
is also little evidence of increases. Only 15% of those surveyed received a pay
increase in 2009, and the majority of these increases were less than 10%. What benefits do people recieve?
Outside of basic salary pay, total remuneration packages for IT professionals remain
a hot topic of conversation for CIOs, HR teams and employees alike. With salary Shares/Options
increases limited, leveraging total package becomes an increasingly important tool
for attracting and retaining top talent. 28% of respondents received a performance- Car allowance 14%
related bonus on top of their basic pay, while 21% receive a company car or car
No additional
allowance. Bonus ranges vary from 5% to 40% of salary, while car allowances 21%
22% benefits
range from £5,000 to £14,000 per annum. 22% of respondents receive no additional
benefits in addition to their salary.
28% 15%
Pay increase
Bonus
4 | Michael Page Technology 2010 Salary Survey

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Training & Development
When operating budgets are being reduced, it is often training and development
budgets that are hit first. It is clear from our research that IT professionals hold
significant value in training and development, and so CIOs need to ensure that this
is a core element in both budgets and personal development planning. Industry What training are people looking for?
What training are people looking for?
certifications (both technical and process) still head up the most valued, with 44%
of respondents. One of the most interesting findings is that 37% of respondents What training are people looking for?
What training are people looking for?
Business skills training
see business skills training as the most important. This reflects the changing nature
of the skills needed to develop a successful IT career – the ability to understand Business skills training
business and communicate effectively are at the top of the list for a CIO hiring for Business skills training
Business skills training
the future. 37%
37%
37%
37%
44% 4%
44% 4% College/
Certifications 44% 15%
44% College/ University courses
4%
4%
Certifications 15%
University College/
courses
College/
Certifications
Certifications 15%
15% University courses
University courses
Communication skills
Communication skills
Communication skills
Communication skills
5 | Michael Page Technology 2010 Salary Survey

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Job Satisfaction
Staff retention and motivation is one of the key topics on the agenda for every
CIO and IT Leader. So what is going to ensure you attract and retain the best
talent? We asked our respondents to think about what matters most to them in
the job. The challenge of the job and responsibility was by far the most important
factor, with almost half (45%) of respondents citing this as key. As new projects and
What is most important to
opportunities arise, it has never been more important for an IT Leader to ensure
that their best people have clear career development plans, and are challenged
people in their job?
by their role. Basic salary was voted as the second most important element, with
33%. Perhaps this is not overly surprising given the nature of the recession – Benefits
a guarantee of being able to pay your mortgage at the end of the month outweighs
the promise of potential performance related pay. This assumption is supported by Bonus opportunities
14%
the fact that only 14% and 8% respectively of respondents state that benefits and 8%
bonus are most important to them.
33% Basic pay
45%
Challenge of job
& responsibilities
6 | Michael Page Technology 2010 Salary Survey

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Job Security
So what impact has the recession had on the perception of job security for IT
professionals? Our results clearly show that there is a strong element of instability
– 34% feel very secure in their current jobs, whilst 28% feel insecure. Overall, two
thirds of respondents have some concerns about their current security.
How do people rate their
job security?
Somewhat secure
Insecure
38% 28%
34%
Very secure
7 | Michael Page Technology 2010 Salary Survey

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Job Search Status
What does job security mean for the IT job market in 2010? With the improvement
in trading conditions, and a continuing increase in job openings, our survey asked
respondents to give an indication of their activity in the job market. 35% stated that
they are actively interested in new opportunities, and 34% are passively looking.
With 69% in total interested in their next career move, it has never been more
Are people looking for
important for IT leaders to focus on providing a challenging environment, and a
comprehensive personal development plan to attract and retain the best IT talent.
new opportunities?
Yes, passively No
34% 31%
35%
Yes, actively
8 | Michael Page Technology 2010 Salary Survey

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Interim Remuneration
Daily Rate
High (£) Average (£) Low (£)
1st Line Support 160 130 110
2nd Line Support 180 150 120
3rd Line Support 300 240 200
Support Manager 400 350 280
Network Engineer 400 300 250
Infrastructure Manager 450 380 300
Architect 800 600 500
Business Analyst 450 375 250
Project Manager 500 400 300
Programme Manager 700 600 500
Programme Director 800 700 600
IT Director 800 700 550
9 | Michael Page Technology 2010 Salary Survey

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Permanent Salary Data
Annual Salary
High (£) Average (£) Low (£)
1st Line Support 27,000 22,000 19,000
2nd Line Support 32,000 28,000 25,000
3rd Line Support 45,000 37,000 28,000
Support Manager 50,000 40,000 30,000
Network Engineer 50,000 40,000 35,000
Infrastructure Manager 75,000 60,000 55,000
Architect 100,000 75,000 60,000
Business Analyst 65,000 50,000 45,000
Project Manager 70,000 60,000 50,000
Programme Manager 90,000 80,000 75,000
Programme Director 110,000 90,000 75,000
IT Director 130,000 100,000 80,000
10 | Michael Page Technology 2010 Salary Survey

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Operating from four office locations we have a number of industry specialist LONDON
consultants covering a variety of sectors including FMCG, Professional Services, Rutesh Shah (Director)
Retail, IT & Telecoms, Financial Services, Manufacturing, Media & Entertainment, ruteshshah@michaelpage.com
Public Sector & Not-for-Profit, Pharmaceutical, Logistics and Leisure. 020 7269 6216
If you would like to discuss salary trends within any of these sectors, or to HOME COUNTIES
find out how we can assist with your recruitment needs, please contact the Stuart Packham (Director)
relevant specialist. stuartpackham@michaelpage.com
020 8742 5963
www.michaelpage.co.uk/technology
NORTH
James Barrett (Manager)
jamesbarrett@michaelpage.com
0161 828 6369
11 | Michael Page Technology 2010 Salary Survey